Evaluation/Performance Measures

In the United States, performance/evaluation in the Business/Service industry is similar to evaluation measures in Education. The employee is reviewed and/or evaluated in regular intervals. However some businesses require staff to pass a test following professional development. If they do not score above a certain level they must attend additional training. The evaluations are based on work productivity with scoring categories including: poor, needs improvement, meets requirements, exceeds requirements and outstanding. The following are possible categories seen on various evaluation tools:

Dependability: Are they where they should be? /Cooperativeness: working with people/Adaptability: adjusting to change/Communication: giving and receiving information/Daily decision making & problem solving: thinking on the job/Service to clients & public/ Use of equipment and materials & Project planning and implementation/Work group management/Performance planning and review.

The evaluator also writes comments such as: Employee strengths, Areas for development and an overall performance score. The employee is also able to ask questions, clarify and comment on the evaluators feedback. Although the areas of focus and scoring categories may be different there are many similarities. A record of the evaluation is also placed in the employee’s personnel file as well.

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3 responses to “Evaluation/Performance Measures

  1. Reblogged this on Organizational and Institutional Change and commented:

    As I was driving home today, NPR was reporting on how some doctors are now making use of scribes in their offices to take down the notes and information during patient visits. This struck me as a correlation to the amount of documentation that is also required during evaluations and “observations” in classrooms. It is the responsibility of the evaluator to observe the teacher, class, lesson, and environment while also typing or writing notes furiously so they don’t forget any important details. Perhaps our evaluations could be improved if all of the categories that are being observed were given an actual observation with all senses rather than just ears as one sits and types. Perhaps they need scribes to take notes. Perhaps the system needs to be altered so that documentation and data are not valued more importantly than experiencing the lesson in full and writing about it afterwards.

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    • I agree, it seems as though most professions have an increase in documentation, with a great deal of time invested. I have heard many educational leaders comment on how they would rather spend more time in the classroom interacting and supporting teachers, students and families, than in the office writing evaluations.

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  2. As I was reading your write up, I was really fascinated with the concept of businesses making employees take a test after professional development has been given. At first I did not like this idea, but then I started to think about the idea of accountability. How many times have teachers gone to PD and just sat through it to get through it, or have gone and then left midway? I know that I have personally seen this happen, however, it is still the vast minority of educators. To ensure that teachers are going and actively learning material that will help increase their teaching strategies in the classroom is important. Maybe schools should incorporate some form of a short assessment to check for understanding after different PD opportunities. Interesting thought! Great write up, thanks for sharing!

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